Archive for Performance-based Interview

Why Identifying Performance Objectives Is the Most Important Step to Hiring Top Talent

Why Identifying Performance Objectives Is the Most Important Step to Hiring Top Talent

In their landmark study — First, Break All the Rules: What the World’s Greatest Managers Do Differently — Gallup introduced their Q12 employee engagement survey. The Q12 describes in priority order what the best managers do and need to do to create high performing teams. Number one on the list? “Clarify Expectations Up Front.” Whether

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When Personality Tests are Useless for Hiring and When They're Mandatory

When Personality Tests are Useless for Hiring and When They

I’ve long contended that personality style tests like Predictive Index, DISC and Myers-Briggs are inappropriate for screening candidates in or out before they’re interviewed. The problem is that these tests measure preferences, not competencies. More important, most people can modify their preferred style to meet the needs of the situation, something not even considered by these types of questionnaires. As a result, there are just too many false positives and false negatives to make these types of tests good enough for filtering candidates early in the hiring process.

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Posted in: Current Articles, Performance-based Interview, Quality of Hire

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Headhunter Secrets for Acing the Interview

Headhunter Secrets for Acing the Interview

From the company perspective, one of the biggest disruptors involved replacing generic and skills-heavy job descriptions with the answer to this question: “What does the person taking this job need to do over the course of the first year to be considered both successful and highly satisfied?”

The answer resulted in a list of 6-8 KPOs (key performance objectives) describing the work the person needed to do and its importance.

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Candidates Must Answer Yes to These 10 Questions Before You Ever Make an Offer

Candidates Must Answer Yes to These 10 Questions Before You Ever Make an Offer

Whether a person will accept a job offer, reject it, or back out later should never come as a surprise. Any surprise factor can be avoided as long as you follow some fundamental recruiting techniques.

The most important: Never make an offer you’re not absolutely sure will be accepted.

Underlying this rule is the need to test every component of an offer to determine if the candidate will accept it before formalizing the offer in writing.

Testing can be as simple as asking the candidate if he/she would accept a fair offer and be able to start by a certain date. Any evasiveness is a clue the offer won’t be accepted.

A more formal approach to testing involves getting “yes” answers to the ten following questions. It’s important to note that getting a “no” is not a bad thing. Converting the “no” into a “yes” is called recruiting.

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Posted in: Current Articles, Performance-based Interview, Quality of Hire, Talent Strategy

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Use This Six-point System to Hire the Best Candidates

Use This Six-point System to Hire the Best Candidates

In the process of writing the 4th edition of Hire with Your Head, my publisher, John Wiley & Sons, Inc., wanted to know what has changed from when the first edition was published in 1997.

Not much, I said. Despite the enormous investment in technology and process improvement, companies still struggle to find enough top-tier talent to fill high-demand positions just like they did 20 years ago; they just struggle differently now.

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Posted in: Passive Candidate Recruiting, Performance-based Interview

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This Company’s Phone Screens Were Useless Until They Tried This Method

This Company’s Phone Screens Were Useless Until They Tried This Method

My firm was involved in a project last year that started with a call from a talent leader trying to figure out why the company’s hiring managers needed to see so many candidates to make one decent hire. She was under a lot of pressure to get her team to perform since many of these hiring managers were starting to revolt and use external recruiters to get their positions filled.

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Posted in: Passive Candidate Recruiting, Performance-based Interview

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